Why talented women keep getting passed over for promotions—and 3 strategies to help

Women are promoted at lower rates than men at every career level, with the "visibility problem" identified as a key factor. A McKinsey and LeanIn.Org "Women in the Workplace 2025" report indicates that for every 100 men promoted to manager, only 93 women are, and this disparity widens for women of color, with just 74 promoted. This imbalance is exacerbated higher up the corporate ladder, as men hold a larger proportion of management positions. Three indicators suggest a lack of visibility: a manager too overwhelmed to recognize contributions, the absence of sponsors who advocate for employees in decision-making processes, and a reluctance to self-advocate due to concerns about appearing boastful. The report highlights that each new sponsor an employee gains increases their promotion chances by 10%. The issue stems from managers being too occupied with their own tasks and direct reports to actively monitor individual employee contributions, leading to an underappreciation of diligent work. While mentorship is valuable, sponsorship by senior leaders is crucial for securing high-profile assignments, raises, and promotions, as these decisions are often made in private discussions among leadership.